Change Management

The only constant in business is change. This phrase has entered the lexicon of commentators, leaders and most businesses. The effective organisation is able to undergo change whilst at the same time continuing to delight customers, engage employees, deliver products or services and generate income.

‘Change Management’ is an approach that helps individuals, teams and businesses navigate the disruption while delivering business as usual. Done properly it can mitigate the risks while delivering and embedding the change required. Done badly it can wreak havoc and fail to deliver the required change; ineffective change negatively impact normal operation as well as leave the organisation with a lasting legacy that can damage its ability to successfully transform in the future.

In our experience, one of the main reasons change projects do not fully realise their potential is the failure to recognise and truly engage stakeholders at all levels within the organisation. Consequently, it is critical that any transformation programme includes a workstream that specifically addresses the people and culture aspects of change.

Our Approach to Change Management

As business psychologists, our approach focuses on engaging stakeholders and comes from a belief that everyone in the organisation has a role to play in designing and delivering successful change. This involvement gives employees a sense of ownership in the process and helps develop a commitment to a successful outcome. As a consequence the change seen as something ‘done to them’.

We do this by using the latest psychological and business research.  We combine this with our expertise in thinking styles and changing mindsets to design effective change interventions.

Working closely with our clients, and in many cases with their technology partners, we co-design the change interventions. We act as experts and advisors on various change methodologies such as Kotter, ADKAR, and nudge theory.

We also bring a deep understanding around the implications of change on decision-making, power structures, governance and teams. We work with clients to understand how these need to change to support the transformed organisation.

Our clients are experts and advisors on their business, the market context they are operating in, commercial threats and the change they want to achieve to deliver their business strategic priorities. We are experts on the psychology of people and how they work in teams and organisation. Bringing these two perspectives together significantly increases the likelihood of successful change.

What’s Involved?

Every project is bespoke; however, change projects typically include the following stages:

  1. Plan: Develop a high-level programme & communication project plan. Work with stakeholders to develop a compelling change story to generate buy-in and start building employee engagement.
  2. Readiness: Diagnostic stage to understand the level of ‘change readiness’ in the organisation and map the current / future culture. This highlights the challenges that the project faces and the issues that need to be addressed.
  3. Design: Co-design the future organisation, which can include culture, governance and decision-making structures, future behaviours, Target Operating Model (TOM), ways of working and any other internal factors that will support the change.
  4. Implement: Work with senior leadership and organisation change champions to roll out the introduction of the required changes across the organisation. Work with leaders to understand how to act as role models of the new behaviours as well as provide the environment in which team members can exhibit the new culture.
  5. Embed: Develop nudge cues, support mechanisms, align processes and performance management to embed the implemented changes.

The above stages are supported by programme management and innovative communication:

  • Programme management: Ensure all work on the change programme is integrated and delivers to cost, quality and time milestones.
  • Communication: Design and deliver an innovative communication strategy and content to engage all stakeholders.

Change is an ongoing requirement for any business and the organisation needs to become self-sufficient so they can respond to future change quickly and effectively.  We build this knowledge transfer into all of our projects.

Why do I need change management?

Change can be driven by several different business needs: updating or introducing a new IT system / technology, following an M&A, implementing a business strategy or a recognition that the organisation needs to modify its ways of working. Regardless of the business reason, people will be critical to the successful implementation of the change. As Peter Senge said that ‘People don’t resist change. They resist being changed!’ [1]

Great change management is the difference between people being positive advocates for the change and being people who potentially block the new ways of working. Developing an engaged workforce who understand, and have really bought into the change, will reduce the overall time taken and resources, both human and financial, needed to deliver successful change.

 


 

[1] Senge, P. (1990) The Fifth Discipline The art and practice of the learning organization. Random House

Why OE Cam?

As business psychologists we go beyond the more traditional change approaches. By using our understanding of how people work together and their thinking preferences we develop change programmes and interventions that truly embed the change and nudge employee’s mindset towards the new culture.

Our experience in providing psychology and change expertise to support transformation programmes makes us the ideal partner to work with in delivering effective and sustainable change.

To learn more about our Change Management services, please contact Julie Brophy at julie.brophy@oecam.com or phone our Cambridge office on +44 (0)1223 269009.
We welcome all enquiries.
Julie Brophy joins OE Cam